Workers sometimes live in housing provided by their employer. Life on the ground can help them do their job more efficiently, as is the case for caregivers, housekeepers or hotel managers. As rents continue to rise and buying real estate becomes more and more difficult, this can also be a welcome advantage. It is important that the dismissal of the AST is in a mandatory form and that it is notified separately to all notifications of termination of the employment relationship. It should also be noted that landlords are legally required to provide certain information to tenants at the beginning of the lease; Otherwise, any termination of the AST by the employer at the end of the duration of the limited period will be cancelled and should be corrected before a new dismissal can be served. This information shall include: an energy performance certificate; a copy of the governments` “How to Rent” brochure; a CP12 gas safety certificate and information about the rental bond system used – if a bond is actually deposited. If the other location is far from the place of employment, it can be difficult to continue to assert that employment is essential to employment there. A service user is different from a service client. A service tenant lives in a dwelling provided by his employer, but he does not need to live there to do his job. If you are making a home available to a service tenant, use our Assured Shorthold Tenancies (ASTs). “Royalties” (the equivalent of the “rent” to be paid under a lease agreement) are generally not collected under SOAs – the use of the property is either free of charge as a “benefit” of the job, or expenses are deducted from the salary to be paid under the employment contract. Under SOAs, as in the case of leases, service contracts between the employee and the companies supplying telephone, wi-fi, gas, electricity, water, etc. are usually indicated in the SOA to pay by the employee, but there is no reason why a club cannot collect some or all of these taxes.
It is important not to accept payment for illegal employment, as it can be interpreted as rent, which creates a rental agreement and the “tenant” is entitled to legal protection. In addition, no labour court or court will consider any part of an application that purports to remain the property of the service. If the employee status is considered to be one of the service occupants, it is useful to include in his employment contract a provision obliging him to sign both a separate service occupation agreement setting out the main conditions of this occupation and to live in the property concerned. In addition to highlighting the fact that their right to live in housing is based on a contract of service occupancy under certain conditions, this can also protect employers by dealing with issues such as:• Who (if at all) stay in the property, including, for example, family members. . . .